By the HoliFit Team
If you’re an HR leader in the Philippines, a workplace mental health program isn’t just good practice — it’s expected under the law. Republic Act 11036 (the Mental Health Act) and DOLE’s implementing guidance (Department Order No. 208, series of 2020) require employers to develop and implement mental health policies and programs in the workplace. Here’s a plain-English breakdown of what this workplace mental health policy sample should cover, and a checklist to make sure you’re covered.
This is a practical guide, not legal advice. Have your legal counsel review your final policy before implementation.
What the law actually asks of employers
DOLE Department Order 208 operationalizes RA 11036 for workplaces. In practice, covered employers are expected to:
- Develop and implement a workplace mental health policy and program.
- Raise awareness and reduce stigma around mental health conditions.
- Provide access to support — including referral pathways to professionals or services.
- Protect confidentiality of employees’ mental health information.
- Prevent discrimination against employees with mental health conditions.
- Train key personnel (HR, managers, peer supporters) to identify and respond appropriately.
Workplace mental health policy sample (structure to adapt)
1. Policy statement — The company’s commitment to mental health and wellbeing, aligned with RA 11036 and DOLE D.O. 208. 2. Scope — Who it covers (all employees, regardless of status). 3. Definitions — Mental health, mental health condition, psychosocial support, etc. 4. Objectives — Promote wellbeing, reduce stigma, ensure access to support, prevent discrimination. 5. Roles & responsibilities — Management, HR, supervisors, employees, and any mental health committee. 6. Program components — Awareness campaigns, seminars/webinars, EAP or referral system, stress management, and reasonable accommodation. 7. Confidentiality & data privacy — How mental health information is handled (aligned with the Data Privacy Act). 8. Non-discrimination & anti-retaliation — Protections for employees who disclose or seek help. 9. Referral & response procedure — Step-by-step: what a manager does when an employee needs support. 10. Review — How often the policy is reviewed and updated.
The compliance checklist
- ☐ Written mental health policy approved by management
- ☐ Policy communicated to all employees (and part of onboarding)
- ☐ Awareness activities scheduled (at least annually)
- ☐ Manager/HR training on identifying and responding to concerns
- ☐ Referral pathway or EAP in place (internal or external)
- ☐ Confidentiality and data-privacy safeguards documented
- ☐ Non-discrimination and anti-retaliation clauses included
- ☐ Reasonable accommodation process defined
- ☐ Named owner/committee responsible for the program
- ☐ Annual review date set
From policy to practice (where most companies stall)
A policy in a binder doesn’t change anything. The companies that get this right pair the written policy with real, recurring activities employees actually engage with: wellness webinars, stress-management sessions, and manager training. That’s the part that shows up in engagement scores — and in an audit.
The bottom line
DOLE D.O. 208 and RA 11036 make a workplace mental health policy sample and program a baseline expectation, not a nice-to-have. Use the structure and checklist above to build or update yours — then bring it to life with actual programming, not just paperwork.
Get the free sample policy. Want an editable Workplace Mental Health Policy template plus this checklist? Email us and we’ll send it over: jose@holifit.ph
Need the program, not just the policy? HoliFit delivers workplace mental health seminars, webinars, and manager training that make your RA 11036 / D.O. 208 compliance real for employees. www.holifit.ph
Need more than a template? HoliFit drafts your policy and runs the program as part of our RA 11036-compliant corporate mental health program.
